nal organizations have learned that successful expatriate operations begin with the selection process. Just as not every individual is right for every job, not every employee is right for expatriate work. This means that potential employees must be considered not only because they possess the right technical skills for the assignment, but also because they are flexible enough to adapt to a foreign work environment and willing to take on the challenges that a long-term assignment represents. These skills are important regardless of how long the assignment will last, and business trips lasting only a few days may have long-term consequences which should not be dismissed. In the case of long-term assignments, companies may want to interview the spouse of the employee; t
...